There are few departments with as many woes and worries as HR. From managing a bevy of administrative tasks to the constant ebb and flow of hiring, onboarding and training of new and current employees, there are 101 things HR personnel are responsible for completing. Dealing with an HR pain points can be time-consuming and emotionally draining.
So what are the main pain points HR professionals want to solve? And what could the solutions look like?
5 common HR Pain Points
Organizations should start by looking at the day-to-day activities. Many of the biggest obstacles HR professionals face are these daily tasks that take too much of their energy. When you have an idea of the common HR pain points, you can start dealing with them more effectively.
Here are the five most common Human Resource pain points:
1. Recruiting new talent
Recruitment is among the main tasks the HR department needs to deal with. But it’s also full of administrative work that can take a lot of time. While many companies have begun to implement technology that reduces mundane tasks like reading CVs, some organizations are resisting the change. As many organizations also know, recruitment shouldn’t just happen when you are trying to fill a talent gap in your organization. You need to be on the lookout for great talent all the time. Staying aware of the recruitment pool can add a lot of pressure on the HR department.
2. Employee record management
No matter the size of your organization, you’ll generate a lot of data – especially employee data. Your HR department needs to stay on top of employee information like addresses, bank information, visa and health insurance, and so on. Managing all of this can be time-consuming.
Managing strings of different employee documents through manually updated Excel is not efficient anymore – there are way better modes of tracking and storing employee data than trusty old Microsoft Office. Consider the issues with it – there are no notifications (you’re charged with remembering things like passport/ID expiry dates or visa renewal), and all of your employee data is manually jotted down which is time-consuming and leaves ample room for error.
3. Payroll management
Calculating work hours, different pay scales and the like for all of your employees can take time. Add to this the different laws and regulations relating to work hours as well as the sudden changes that could happen due to employee sickness and you can see the workload. Payroll management takes a lot of time out of the day.
The risks involved are also something to keep in mind. Simple payroll errors can cost a lot of money. Therefore, you need to make sure to deal with these issues to the best of your abilities.
4. Employee benefits
Related to the above are the employee benefits you must manage. Leave management is a major HR pain point to look after. It goes beyond the one or two requests a year; leave management is a direct attempt to orchestrate the lives of people in tangent with company needs, goals and objectives. Having a clear record of when most holiday/sick leave is requested will help HR personally prepare for key ‘off’ periods, and direct the workload accordingly.
As well as leave management, the HR department also needs to deal with other employee benefits and performance management. These can include everything from employee health insurance to pension benefits. Managing the information can take a big chunk out of your HR professionals’ day.
5. New technology
Now, the adaptation of new technology can be an HR pain point. The problem is two-fold. First, the introduction of technology can always cause a bit of resistance. Employees might prefer the ‘old ways’ of doing things or lack the skills to use the new software. The other problem arises when organizations add technology without ensuring it aligns with the organization’s goals. HR professionals can end up having to deal with HR software that’s not even helping them to solve their pain points.
How to deal with common HR pain points?
What’s worse, managing these pain points means HR professionals don’t have time to carry out the more human tasks. There is no time to manage labour, improve employee engagement and cultivate positive company culture. HR professionals are, instead, bogged down to take care of administrative duties.
Research shows that 50% of HR’s time is dedicated to completing paper processes, like employee record management. Over two days of the working week are put aside to facilitate mundane processes that could easily be done by a computer.
So what can organizations do to ensure the above HR pain points don’t become a major issue? For all of these pain points the simple answer is technology – even to counter issues with technology.
There is a host of HR software available that can do things such as calculate employee salaries, manage leave requests, and maintain employee records. A good comprehensive HR system can help manage a multitude of tasks and automate the most mundane aspects of HR. HRMS gives employees the power to submit their own reimbursement claims, receive pay-slips automatically and send reminders to keep the information updated.
Depending on your budget, needs, and the number of employees, there exists a string of different HR software to choose from. What’s important to recognize is that each is different, and comes with its own range of benefits. Therefore, it’s important you request a demo in order to assess its suitability for your needs. You need to ensure your company’s HR goals align with the software you want to use to avoid technology turning into a pain point.
Automation and cloud-based technology can be a big help for organizations of all sizes. But it’s essential to remember that technology for technology’s sake might not be helpful. You need to focus on finding HR software that helps your HR professionals and fills an actual functional purpose.
How can Bayzat help?
Bayzat’s features allow you to upload all your documents to one cloud-based system, making it accessible to all. You can enjoy a seamless transfer of data that will alert you when employee documents are going out of date, and in some cases, will allow you to directly transfer information from sensitive document images or scans to your database.
With our HR software, there are ways of reviewing, tracking, submitting, and accepting/rejecting leave requests from one plane. With this keen overview, those in charge can feel comfortable planning the course of the year, rejecting or accepting requests based on department needs, and overall direct a better and more efficient workforce.
You can give our HR software a go and see how it could help you solve your typical HR pain point. We’ll be happy to help you and answer any queries you might have!